 |
|
Contributions to https://nela2muddka.wikispaces.com/ are licensed under a Creative Commons Attribution Share-Alike 3.0 License.  Portions not contributed by visitors are Copyright 2018 Tangient LLC TES: The largest network of teachers in the world |
||
Loading...
I believe a human resource leader is one that not only actively engages in the recruiting and hiring process, but also strives to create a professional environment that attracts and retains highly motivated, reflective and productive staff members. Together with their staff and other valuable stakeholders, a human resource leader should foster an environment that requires collaboration and professional development aligned with both curriculum and individual needs. The school leader should utilize staff evaluations to provide meaningful feedback. Evaluation data should also contribute to the planning of professional development opportunities directly linked to the school’s mission, student achievement and teachers’ needs.
*0=Not Demonstrated 1=Emerging 2=Developing 3=Proficient 4=Accomplished
Related Coursework and Trainings
Related Readings
Reframing Organizations, Bolman & Deal
Revisiting Professional Learning Communities at Work, DeFour, DeFour & Eaker
4a. Professional Development/Learning Communities: The school executive ensures that the school is a professional learning community.
Select Experiences and Activities
Select Artifacts
Professional Learning Community (PLC) Schedule: At Southern Nash Middle School, we worked hard to ensure a schedule that would enable our teachers to meet for team meetings and grade-level content PLCs weekly. The scheduled secured time for vertical content PLCs to meet monthly.
4b. Recruiting, Hiring, Placing and Mentoring of Staff: The school executive establishes processes and systems in order to ensure a high-quality, high-performing staff.
Select Experiences and Activities
Select Artifacts
Monthly Staff Newsletter
Quick Note After Classroom Observations: I was able to assist the administrative team with classroom visits both informally and during the formal evaluation cycle. Through this practice, I have learned the importance of giving feedback as one tool for mentoring staff.. When conducting informal observations, I would either leave the teacher a brief note or email in which I would provide constructive feedback for the lesson I observed. Through this process, I have learned the impact feedback can have on a staff member to try new things and to take risks. This was especially true as Southern Nash Middle School and Nash-Rocky Mount Public School adopted the Common Core and the Rigor and Relevance Framework.
4c. Teacher and Staff Evaluation: The school executive evaluates teachers and other staff in a fair and equitable manner with the focus on improving performance and, thus student achievement.
Select Experiences and Activities
Select Artifacts
Teacher Evaluation Schedule: I was able to assist the administrative team by co-facilitating 20 formal teacher evaluation cycles. Through this practice, I have learned the importance of effectively framing the purpose and practical application of the NC Teacher Evaluation Instrument; working with teachers and other evaluators to clearly define and “norm” around what each competency at each level of proficiency looks like in action; and employing my learning from our Crucial Conversations reading/training to facilitate effective post-conferences.
Teacher Evaluation Monitoring Document